News for today's 2018: 08/12/09

Seven Things to Tell an Interviewer

5:00 PM Anonymous 0

Seven Things to Tell an Interviewer by Joe Turner, Career Coach Many years ago when I hated what I was doing for a living, I was encouraged by my career coach to write down several short stories about times and events in my life where I influenced the outcome. I was stumped at first, but after a few days, I came up with more than 15 pages of stories of times in my life where I influenced the outcome and either grew myself and/or bettered the existence of either myself or others around me. So what does this have to do with a job interview? If you read other books on job interviews, you'll notice they feed you lists of interview questions and answers to memorize. An interview is not an interrogation, however it's a conversation. To make it that way you need to come armed with a multitude of small stories about both your business and personal lives. When you go into an interview, you need to leave your nerves at the door. The best way to prepare is to be yourself. The best way to be yourself is to tell your own story (or stories). This is especially great for the competency-based interview being used more today. In a traditional interview, the interviewer will ask you questions focused on whether you have the skills and knowledge needed to do the job. A competency-based interview goes further by asking you additional questions about your character and personal attributes that can better determine whether you fit their corporate culture. These are called "behavioral competencies." A competency-based interviewer will spend about half the interview on your job skills, and about half on your behavioral competencies. He or she will be looking for evidence of how you have acted in real situations in the past. An employer wants to find out: Are you an asset or liability? In other words, will you make money or save money for the company? Are you a team player? Will you fit into the corporate hierarchy or be like sand in the gears? Can you take and give (if appropriate) orders? Will you fit into the company culture? They don't want prima donnas. The best way to show these traits is to take the initiative and have several personal stories that you can tell, taking maybe 30 to 90 seconds each. You may want to start by developing your stories around these seven areas: 1. Times where you either made money or saved money for your current or previous company. 2. A crisis in your life or job and how you responded or recovered from it. 3. A time where you functioned as part of a team and what your contribution was. 4. A time in your career or job where you had to overcome stress. 5. A time in your job where you provided successful leadership or a sense of direction. 6. A failure that occurred in your job and how you overcame it. 7. Any seminal events that happened during your career to cause you to change direction and how that worked out for you. I want to emphasize that an interview should not be an interrogation. It should be a conversation between two equals. When you accomplish this you come away a step closer to your goal of landing the job you really want, because... It's the conversation that wins an interview, and it's the conversation that wins the job To have a conversation, have your stories ready. As a recruiter, Joe Turner has spent the past 15 years finding and placing top candidates in some of the best jobs of their career. You can discover more insider job search secrets by visiting http://www.jobchangesecrets.com. It doesn't hurt to look! <a href="http://www.mygvbiz.com/getrich">www.mygvbiz.com/getrich</a> Become an Independent Distributor Today!

Seven Things to Tell an Interviewer

Seven Things to Tell an Interviewer by Joe Turner, Career Coach Many years ago when I hated what I was doing for a living, I was encouraged ...

The Resume-Interview Connection

2:00 PM Anonymous 0

The Resume-Interview Connection by Bill Broderick Back in the 1950's, a Time magazine reporter interviewed a world-famous pianist about his work. The reporter asked: "What's most challenging about playing the piano?" The pianist thought for a moment and replied: "I do OK with the notes, but the spaces between the notes give me lots of trouble." What he meant, of course, was that he was very competent at the mechanics of playing the piano, but found the subtlety and nuance of making music, getting the "spaces between the notes" right, a continual life-long challenge. Job seekers are getting great advice today from a variety of sources about pursuing career opportunities. The total job search process is well-documented in terms of how to perform discrete steps such as drafting a resume, preparing and using cover letters, using job boards on the internet, etc.. While mastering each of the steps is important, it doesn't necessarily enable a job seeker to address the "spaces between the notes" of the Job Search process. Good mechanics may not be enough to get to the job offer. Here's a summary of some key issues to address to be effective in working on those "spaces between the notes." Understanding the first steps taken by the employer is vital for the job seeker, so let's begin there. Job Specifications: what the company wants When a position becomes available in a company, the HR function and hiring manager review and reach agreement upon the criteria for selecting the right person. Job specifications define requirements such as education, work experiences, industry background, skill sets and technical proficiencies, which may result in eight to ten criteria for the hiring decision. The specifications, in turn, drive all phases of the selection process, such as resume screenings, evaluation of job fair candidates, interview assessments, etc., through to hiring of the final candidate. The job specifications are readily available to job seekers in ads, postings on company web sites and other sources. The order of presentation of the specifications also demonstrates what is most to least important and may suggest possible tradeoffs and areas of flexibility as well. The challenge of the job seeker is to get at the "spaces between the notes" by effectively addressing the job specifications at every stage of the selection process: the resume design, the phone screening interview and the job interview. Consider the following: Resume Design: send a clear message A resume screener searches for candidates who match the specifications. A strong, focused resume that captures three or four core competencies plus related accomplishments allows the screener to make multiple connections with the job specifications. The resume screener doesn't need to know all that the job seeker has ever done; instead, he/she is looking for the match between the specs and the background outlined in the resume. Some key points: Core competencies are the key skills of the job seeker, those skills that are performed well, with subject matter expertise, supported by solid accomplishments. Core competencies should be evident throughout the two-page resume. Every job seeker has one set of core competencies, so one resume should be used, mixing and matching the presentation of the core competencies to improve the correlation with job specs as needed. If the core competencies match up well with the specs, then the process moves forward. Phone Screening Interview: get "on message" Recruiters contact those prospects that appear to match up well with the specs to determine if they are viable candidates. Like resume preparation, there are abundant resources available for how to handle this step as well, but some key points to improve performance are: Recruiters ask questions because they don't know what the answers are. Respond to the questions asked, avoid using questions to segue into other areas. Comments about career, job roles and responsibilities are most effective if the job specs are used to drive the details. Core competencies should be presented using the priorities of the job specifications as script direction. Any shortcomings versus the specs should be addressed by citing other, comparable achievements. Finally, close the call with a summary of core competencies and state a strong interest in a meeting to discuss the opportunity. All other considerations being equal, the job seeker who stays "on message" by presenting his/her core competencies in terms of the job specifications will get the opportunity to interview for the position. Interview: talk about the specifications Interviewing job seekers enables a company to evaluate the candidates, test their own expectations and find the "best fit" to effectively meet their hiring goals. Consider some key points about job interviewing: The job specs provide a "road map" for content. Use the specs to share details about career, job roles and responsibilities that connect to the specs. Listen to the Interviewer and answer the questions asked. Be prepared to ask a few solid questions that demonstrate knowledge and comfort level with the job specifications, which will illustrate that you "walk the talk" when it comes to the company requirements. A final point: ask for the job! Summary Today's job seeker is on a steep learning curve to successfully launch and sustain a career search process. But focusing upon one's career, skills, abilities and goals is not enough. The key issue to address is the company goals and job specs. At each step of the resume/phone screen/interview process, the job seeker is challenged to integrate the job specifications with his/her core competencies, fully demonstrating the connectivity between their skills and company needs. Doing so effectively enables the job seeker to get the "spaces between the notes" right and greatly increase the potential for success in the interview/selection process. Bill Broderick is a Management Consultant in Human Resources with a broad background in executive search andselection as well as career coaching. His firm is Management Practices Institute. He also manages anInternet startup, www.emailresume.com, dedicated to supporting jobseekers in the effective use of the Internet. He can be reached at: info@emailresume.com. It doesn't hurt to look! <a href="http://www.mygvbiz.com/getrich">www.mygvbiz.com/getrich</a> Become an Independent Distributor Today!

The Resume-Interview Connection

The Resume-Interview Connection by Bill Broderick Back in the 1950's, a Time magazine reporter interviewed a world-famous pianist about ...

Things I Previously Forgot To Tell You

1:14 PM Tukiyooo 0

Dave's Automotive in Fallon also sells boxes and aluminum carports. Moreover, they rent trucks. If you return your truck five minutes late for a good reason, they will go to extraordinary lengths to avoid charging you for an extra day. They also sent me a card thanking my for my $30.12 worth of business. You can spend more than that filling your gas tank anywhere but do they send you thank you notes? Sierra Joe's in Dayton is unpretentious, clean, and accommodating. The sign says they have a Turkey Burger and a Jalapeno Burger, but they will actually put jalepenos on your Turkey Burger if you ask. Dayton has a Starbuck's and I am a faithful member of the Starbucks family. I used to be the de facto chaplain to Starbuck's in Macon. They know what I want before I ask at 2 Starbucks in Las Vegas. I never pass the tres sophisticated Starbucks at Keystone & 7th in Reno -- but in Dayton, I go to Makin' Coffee. No glad handing perky greetings. Nothing slick. No way could you think you are in Seattle. But the coffee is first rate, the decor has a darkish Northwestern countercultural charm, and the people are kind. There is a sensitivity bordering on sadness there. And on the wall is a reflection by a single dad whose teenager committed suicide. Makin' Coffee is the real deal.

Things I Previously Forgot To Tell You

Dave's Automotive in Fallon also sells boxes and aluminum carports. Moreover, they rent trucks. If you return your truck five minutes la...

Job Search Mistakes Even the Pros Make

12:00 PM Anonymous 0

Job Search Mistakes Even the Pros Make by Kate Lorenz, CareerBuilder.com Editor When most people think of job search mistakes, they imagine a young person, fresh out of college and naively charging into the job market. After all, once you have been working for awhile, you know all of the ins and outs of finding a job, right? Wrong. In fact, even professionals who have been working for decades sometimes mess up when it comes to looking for a new job. Jim Liston is the chairperson of the Business and Professional Exchange of Greater Indianapolis (BPE), an organization that provides support and resources to professionals who are going through career transitions. Liston says he sees many professionals who have been employed so long that they have forgotten how to look for a job. He likens their process of re-entering the job market to riding a bike. "You re-learn, but it is an awkward process," he says. If you want to make sure you are on the path to a successful job search here are five errors to avoid: 1. Forgetting to keep it simple. By the time many people climb to the top of the corporate ladder, they often become accustomed to having others listen intently to what they have to say. Therefore, some professionals develop a bad habit of over-answering, over-explaining and just plain talking too much. Not knowing how to sum up your qualifications, skills or desires in a short time can be costly in a high-pressure interview situation. "Giving your best shot in 30 seconds is a real challenge," says Liston. He says all professionals need to know how to present themselves and what they are looking for succinctly, clearly and briefly. 2. Being afraid to ask for help. Admitting that you need help is hard for any professional, particularly someone who has been working for many years. Liston says he finds many members of the BPE don't want to burden others. "But people by nature want to help," he says. He notes that anyone looking for a job needs to pull out their Rolodex and start spreading the word that they are on the market. You never know when a friend of a friend of a friend will have the perfect lead waiting just for you. 3. Getting discouraged. Liston says that an individual's job is often so much more than a paycheck. "For many," he says, "when you lose your job, you lose your identity." Once this identity is gone, some people have a hard time keeping motivated. They stay inside, stop socializing, stop looking for leads and become downright discouraged. No matter how long you have been working or out of work, staying active in your job search is one of the most important things you can do for yourself. Join a professional organization, motivate yourself to get up and get dressed early each morning, and keep your social calendar full. The more people you meet, the better your chances are of finding the perfect opportunity. 4. Having an old, outdated or ineffective résumé. Robin Ryan, a Seattle-based career counselor and job search expert, says that job seekers of all types make résumé mistakes. One of the most common is résumé length. Are multiple-page résumés acceptable for those who have been working for more than 10 years? Ryan says no, and says everyone should keep their résumés to one page. She points out that companies see hundreds of résumés for every open position, which means hiring managers must scan each résumé quickly. "You're getting a 15-second glance," she says. Clearly outline your most important skills and experiences on one page. It will ensure your most important information actually gets read. 5. Neglecting to run a focused job search. Liston says he sees many professionals who have a hard time finding a job because they lack focus. In fact, he suggests that any job seeker think of the search as a job. Just like a job, you need a game plan in place that guides your actions, tasks to complete each day, goals to work toward and accountability. "The ones who succeed in finding a job more quickly are the ones who treat the job search as a project," says Liston. Looking for a job is never a piece of cake, regardless of whether you have two years of experience or twenty-two. But knowing some of the mistake to avoid can help get you on your way to running a job search that any professional would be proud of! Kate Lorenz is the article and advice editor for CareerBuilder.com. She researches and writes about job search strategy, career management, hiring trends and workplace issues. Other writers contributed to this article. It doesn't hurt to look! <a href="http://www.mygvbiz.com/getrich">www.mygvbiz.com/getrich</a> Become an Independent Distributor Today!

Job Search Mistakes Even the Pros Make

Job Search Mistakes Even the Pros Make by Kate Lorenz, CareerBuilder.com Editor When most people think of job search mistakes, they imagine ...

Deciphering Resume Types

12:00 PM Anonymous 0

Deciphering Resume Types by CareerBuilder.com Creating a resume is the very best way to document your career and accomplishments. If you build and maintain one as you move along your career path, you'll be able to capture key achievements and results while they are still fresh in your mind. Everyone who works or is thinking about working needs a resume. Industry consolidations, economic conditions, earnings shortfalls, and changes in management or ownership can alter a person's job satisfaction or status in an instant. Whether you are going to school, dissatisfied with your current job, or happy and gainfully employed, a well thought out and up-to-date resume is your best defense and offense. The majority of resumes follow a similar format by listing most recent jobs and work experience first. This is called a "reverse chronological" format. But there is also the "skills-based" or "functional" format that highlights what you can do rather than what you have done. Some find that blending these two formats is the best way to summarize their experience and capabilities. Those in teaching and scientific professions, especially people with advanced degrees, find the "curriculum vitae" or CV most effective. How do you decide which format is best? Following are some tips and guidelines for when to use which format. Reverse Chronological This is the format familiar to most employers and hiring managers. It normally includes a career objective or summary at the top, and is followed by a listing of each job the person has held, starting with the most recent, and a brief summary of responsibilities and accomplishments. Reverse chronological resumes should include job titles, dates of employment, and company names and locations. For each position you held, you should give an overview of your essential responsibilities and your related accomplishments and achievements. This should be followed by a summary of your education and training. Using this format is best for those who have had a steady work history and a record of increased responsibility and career growth. This is also a great format if the companies you worked for, especially your most recent employer, are well-recognized and well-respected within your industry. Skills-Based or Functional Format A functional formatted resume ignores chronological order and focuses on your career in terms of your skills and capabilities. This format helps readers focus on what you can do rather than what you have done. By using the functional approach, you can tailor your resume to highlight skills and competencies sought by potential employers. You can show how you ideally match the requirements of a particular job for which you are applying, by including relevant achievements and accomplishments related to specific skills. The functional resume includes a career objective that states what type of job you desire or a career summary that encapsulates your work history, education and strengths in a sentence or two. The main body of the resume provides a summary of three to five skills you possess and demonstrates your proficiency in the particular area through accomplishments and measurable results related to the skill. One added benefit of this format is that you can include learning from both paid and volunteer work. In its purest form it omits dates, employers and job titles, however, most employers expect to see this information somewhere within a resume. The functional format is ideal for those who have had gaps in employment or for those who have changed careers over the years or had unclear career paths. It is also great for new graduates who don't have much paid work experience. Combination or Blended Format If you can't decide which format to use, you may wish to develop a resume that utilizes the best of both formats. These resumes will include reverse chronological listings of the most recent jobs you've held in addition to showcasing your particular skills and accomplishments. It might begin with a summary of qualifications and bulleted skills, followed by a chronicled job listing that demonstrates, through measurable results, how you used or applied the skills you just highlighted. Curriculum Vitae An academic curriculum vitae is a comprehensive document or biographical statement of your experience and achievements. It is normally four to eight pages in length and is used primarily for those who work in a PhD-driven environment where higher degrees, research, published works and professional accreditation and recognition are valued. A summary of professional qualifications and accomplishments are listed first. This is followed by a detailed listing of education and academic degrees, recognized achievements such as major research works, published articles in peer-reviewed journals, and professional affiliations and credentials. Only those who are pursuing careers in science, such as biotech or research, academia, think tanks and the like should use this format. It doesn't hurt to look! <a href="http://www.mygvbiz.com/getrich">www.mygvbiz.com/getrich</a> Become an Independent Distributor Today!

Deciphering Resume Types

Deciphering Resume Types by CareerBuilder.com Creating a resume is the very best way to document your career and accomplishments. If you bui...

Finding a Great Job if You're Over 50

10:00 AM Anonymous 0

Finding a Great Job if You're Over 50 by Kate Lorenz, CareerBuilder.com Editor According to the Bureau of Labor Statistics, about 16 percent of today's workforce is age 55 and older, and that number is expected to reach 21 percent by 2014 -- an increase of more than 11 million workers. As the American population ages, companies are realizing older Americans are a vital part of their workforce, and are starting to put programs into place to attract and retain these workers. Companies are increasingly focusing on this segment of the American workforce and are offering older workers more flexible work options and helping them better balance work and family issues, says Deborah Russell, director of economic security for the AARP, a nonprofit organization for people over 50. And in the face of impending labor shortages, many companies are turning to their own retirees to fill open spots. Bringing a former employee back on board provides a wide range of benefits to the company, as retired workers need less training and are already familiar with company policies and standards as well as business protocol. Every year, the AARP releases its list of the "Best Employers for Workers Over 50." They look at companies in a variety of industries and evaluate businesses in the areas of recruitment practices, continuing opportunities for advancement, flexible work schedules and benefits. The AARP found that while many companies still have a long way to go when it comes to attracting and retaining older workers, there are a number of businesses that have put innovative programs in place that benefit workers over 50. If you are an older professional and want to find an employer who is open to workers of all ages, Russell offers the following tips for evaluating a company. 1. Examine the company's recruitment practices. Russell notes you can learn a lot about a company by how and where it recruits employees, as well as what its recruitment materials look like. Is the company recruiting at a variety of job fairs? Is it open to applications from all workers? Does it have a formal program to offer positions to retired workers? Can you see a variety of ages represented in company brochures and other branded materials? 2. Ask about advancement opportunities and training. The AARP found that many of the best companies for older workers have special programs in place to provide employees with advanced and ongoing training, help employees move positions within the company and offer career counseling. These programs help older workers keep important skills up-to-date. Some companies even offer online courses for employees, which enable older workers to take courses at their own pace. 3. Research the company's benefits. While you might not be able to find out everything about a company's benefits in the early interview process, you can research the company's Web site and other materials to find out what benefits it offers. Many of the companies on the AARP's list have benefits that are particularly attractive to older workers, such as allowing 401(k) "catch-up" contributions and time off to care for dependents beyond what is required by law. Some also offer phased retirement programs, and several hospitals on the list offer healthcare services either at a discount or at no cost to employees covered under company health plans. 4. Examine the overall company image. Take a look at all company collateral and its Web site. What is the image the company is portraying? Also, look around the company when you are interviewing. Do you see other older workers? Ask about the company's mission and goals. Russell says it is important to determine if the company "values its workforce, or just its bottom line." For more information about the AARP and its list of the "Best Employers for Workers Over 50," visit the organization's Web site at www.aarp.org/bestemployers. Kate Lorenz is the article and advice editor for CareerBuilder.com. She researches and writes about job search strategy, career management, hiring trends and workplace issues. Other writers contributed to this article. It doesn't hurt to look! <a href="http://www.mygvbiz.com/getrich">www.mygvbiz.com/getrich</a> Become an Independent Distributor Today!

Finding a Great Job if You're Over 50

Finding a Great Job if You're Over 50 by Kate Lorenz, CareerBuilder.com Editor According to the Bureau of Labor Statistics, about 16 per...

One Click to a New Job - Responding to Online Job Postings

8:00 AM Anonymous 0

One Click to a New Job - Responding to Online Job Postings by CareerBuilder.com Wouldn't it be nice if you could just press a button and find a great new job? With all the job search tools available online, you can. New opportunities are only a mouse click away in cyberspace. The only problem is the competition can be tough with so many other space travelers taking advantage of the Internet to market themselves to potential employers. The key to success when responding to online job postings is using the right strategies to break out the pack and get noticed. An estimated 80 percent of companies use technology to help scan resumes and store the data in keyword-searchable databases for future use. So how does a computer decide who stays and who goes? In simple terms - keywords! These electronic processing systems are designed to seek out resumes that contain specific keywords chosen by the recruiter. What are the right keywords for the job you are seeking? You'll need to spend some time researching job postings and help wanted ads for jobs that are closely associated with or nearly a perfect fit for your experience. Read as many job postings and job descriptions as you can find and start writing down words that you see over and over again. Then, incorporate these words into your resume(s) and cover letter(s). For example, a recruiter is looking to hire someone to work in his manufacturing plant. He also needs the employee to operate the company's computer tracking system and conduct quality assurance testing. He will likely choose the following words to seek out applicants: Manufacturing; Computer; Quality Assurance. The inclusion of these keywords is important, but make sure not to overdo it. Today's scanning technology is advanced and programmed to identify resumes that appear to duplicate a company's job posting. If you basically cut and paste a job posting into your resume, it will not be considered and your name will remain in the company's system in the red flag file. It is better to pepper in keywords as they relate to your experience. After the initial screening by the computer, recruiters take over and begin reviewing resumes for qualified candidates. Primarily, they will look for relevant experience and qualifications. That is why it's important to highlight your accomplishments up front. One happily employed Public Relations executive suggests throwing out the window any humble thoughts and hushing that inner voice that says you are bragging. Start your cover letter with a clear statement outlining your skills and abilities and try to put a different spin on your communications to stand out. For instance, her cover letter opens with: "Communications expertise. Results-driven media strategy. Ability to juggle multiple projects simultaneously...there are just some of the benefits I can bring to your organization." She knows this technique works because she's used it to successfully land her last two jobs. As she says, "If you don't toot your own horn, who will?" Experts agree that by stating your key selling points right off the bat, you are maximizing your resume's chances of being placed in the "call for interview" file instead of the circular file. Experts also say that the appearance and professionalism of your communications are critical. All too often, recruiters and hiring managers report finding typos and grammatical mistakes in the resumes and cover letters they receive. Before responding to even one more online job posting, take the time to edit your resume, proofread it and proof read it again. It's also a good idea to ask someone else to review it for you. Once you are sure your resume and cover letter have the right keywords in place, are aggressively advertising your skills and qualifications, and are error-fee, start pushing those buttons and let the opportunities come to you. It doesn't hurt to look! <a href="http://www.mygvbiz.com/getrich">www.mygvbiz.com/getrich</a> Become an Independent Distributor Today!

One Click to a New Job - Responding to Online Job Postings

One Click to a New Job - Responding to Online Job Postings by CareerBuilder.com Wouldn't it be nice if you could just press a button and...

Survey: One-in-Five Workers Lie

6:00 AM Anonymous 0

Survey: One-in-Five Workers Lie by Rosemary Haefner, Vice President of Human Resources for CareerBuilder.com Ever get that sneaking suspicion one of your co-workers isn't being straight with you? Your instincts may be right. Nineteen percent of workers admitted they tell lies at the office at least once a week, according to CareerBuilder.com's new "Honesty in the Workplace" survey. Fifteen percent of workers reported they were caught in a lie at the office. When asked why they felt compelled to bend the truth at work, respondents cited the following reasons: To appease a customer (26 percent) To cover up a failed project, mistake or missed deadline (13 percent) To explain an unexcused absence or late arrival (8 percent) To protect another employee (8 percent) To get another employee in trouble or look better in front of a supervisor (5 percent) But be warned: Nearly one-in-four hiring managers -- 24 percent -- say they have fired an employee for being dishonest. It may seem cliché, but honesty is the best policy. Even if you are motivated by the best of intentions, being deceitful can seriously compromise your credibility with colleagues and negatively impact your career progress. The vast majority of hiring managers -- 85 percent -- say they are less likely to promote an employee who has lied to them or other members of the organization. The most common lies workers say they have told at the office include: I don't know how that happened (20 percent) I have another call to take or I'll call you right back (16 percent) I've been out of town or out sick (10 percent) I like your outfit or you look great (8 percent) I didn't get your e-mail, voicemail or fax (8 percent) Which ones have you used? Survey Methodology: CareerBuilder.com's survey, "Honesty in the Workplace," was conducted from November 15 to December 6, 2005. Methodology used to collect survey responses totaling more than 2,050 workers for this study involved selecting a random sample of comScore Networks panel members. These Web Panel members were approached via an e-mail invitation, which asked them to participate in a short online survey. The results of this survey are statistically accurate to within +/- 2.16 percentage points (19 times out of 20). Note: the sample of 2,050+ included 1,000 hiring managers. The results for the hiring managers alone are accurate within +/- 3.09 percentage points (19 times out of 20). Rosemary Haefner is the Vice President of Human Resources for CareerBuilder.com. She is an expert in recruitment trends and tactics, job seeker behavior, workplace issues, employee attitudes and HR initiatives. It doesn't hurt to look! <a href="http://www.mygvbiz.com/getrich">www.mygvbiz.com/getrich</a> Become an Independent Distributor Today!

Survey: One-in-Five Workers Lie

Survey: One-in-Five Workers Lie by Rosemary Haefner, Vice President of Human Resources for CareerBuilder.com Ever get that sneaking suspicio...